Over 96 per cent of the audit recommendations made were accepted by the agencies. And more than half of these recommendations have been implemented. In addition, many of the problems identified in the 1999 audits have been addressed. For over 90 per cent of recommendations there has been some measurable change in practices or performance.

In general, the approach taken by the agencies to monitor and report on the progress of implementation could be improved. Agencies should establish arrangements, like an audit committee, to follow up on the progress of implementation of the recommendations and report on the progress of the implementation of recommendations in their annual report to Parliament.

Parliamentary reference - Report number #86 - released 14 September 2001

This performance audit indicates that the Service has considerable work to do to reach its aspirations of being recognised amongst leading examples of best practice services. The commitment of the Service to serving the community and the professionalism of the Service's officers is not in question. It is, however, apparent that a number of barriers to performance will need to be overcome for the Service to perform as well as it would wish.

Parliamentary reference - Report number #80 - released 7 March 2001

The Audit Office recognises that TAFE NSW has undergone significant change in the last decade in order to improve service delivery. Whilst the focus of change has been TAFE NSW's core educational role, administration has also benefited. The Quality Management Systems introduced by the Institutes are an example.

The Audit Office is of the opinion that TAFE NSW needs a means by which the efficiency and effectiveness of administrative functions can be assessed notwithstanding initiatives by certain Institutes to introduce monitoring, benchmarking and reporting of administration. In the interests of accountability, TAFE NSW requires the establishment of a common performance reporting framework for administration in each Institute and across Institutes. Along with other key result areas of TAFE NSW’s operations, a reporting framework would better able the TAFE Commission Board (the Board) to inform the Minister for Education, in compliance with the Act, of the efficiency and effectiveness of the administrative functions.

Parliamentary reference - Report number #79 - released 6 February 2001

Improving immunisation levels has been a policy priority for NSW and Commonwealth governments since the early 1990s. Along with other States they are pursuing a range of initiatives aimed at reaching immunisation target levels above 95% by the year 2000. At such levels, the occurrence of vaccine preventable diseases is minimised and their spread prevented.

There is considerable support for this policy from the public, the medical profession and all levels of government. However, like much in public health, it depends for its success on effective cooperation between many participants, both nationally and locally, with competing demands on their time and resources.

Parliamentary reference - Report number #38 - released 12 June 1997

The audit identified that overall the agencies had carried out the redundancy process satisfactorily and the process, with some exceptions, complied with Government and internal policies. Government policy states that performance problems should be dealt with by managing the performance of the employee rather than restructuring/redundancy processes. In a limited number of instances certain employees, whose performance had been questioned, had been offered and accepted voluntary redundancy.

The audit also indicates that the process of redundancies has resulted in lower salary costs, in real dollar terms, without undue increase in either overtime or consultancy costs nor any detrimental effect on service quality. However, it is noted that the decrease in staffing levels occurred exclusively in the non-budget sector. Budget sector staffing levels increased by 1.4 per cent during 1989-95. There are also signs that the need for and the benefits arising out of redundancies are not well planned or measured. The need for redundancies often arises from a desire to reduce staff related costs while there is no comparison of the costs of redundancy compared to benefits.

Parliamentary reference - Report number #37 - released 17 April 1997

Following a request from the NSW Legislative Council in September 1996, a performance audit into various matters affecting the operation of the New South Wales Department of Agriculture was undertaken by The Audit Office.

Among the recommendations from this report, the Audit Office found that:

• An economic appraisal should be undertaken before all major developments, including rationalisation plans, are implemented. It should include details of anticipated benefits from the changes planned, so that their achievement can be evaluated after implementation.

• Government policies should be made explicit or else established by directives in writing. Planning Infrastructure and human resources should be planned to maximise efficiency and effectiveness. If Government chooses alternatives that have higher costs or lower benefits for the Department, then these should be explicitly funded.

• The Department should strengthen its system of internal control by strengthening the role of the Board of Management as a means of management control, directing an overhaul of the Charter of the Internal Audit Committee and using it to drive the Department’s internal audit function and ensuring implementation of an effective financial management information system.

Parliamentary reference - Report number #36 - released 27 March 1997